Making New Hires Count

Rather than being another management burden, welcoming new hires and retention of employees should be viewed as best practices for managers. 

We know that the approach by which an organization’s employees and resources are coherently managed is fundamental to its effectiveness and well-being.

And managers who engage their employees are more likely to retain them. 

It has been shown that retention efforts are bolstered in any organization when managers:

• care about each individual employee
• listen and understand what motivates employees
• provide clear direction, roles, responsibilities and expectations
• reward and recognize contributions
• help employees develop, and
• remove barriers to success
  
  

Feeling important, unique and valued

It’s important to approach new and existing employees with the goal of making them feel important, unique and valued – and that they are not lost in a sea of people. Why?  Because, it is key - early in the process - for newcomers to establish a sense of belonging to their work unit, and to feel a sense of community.

Work units across the federal government are all competing for solid employees.  High performers are snapped up quickly.  

Furthermore, government hiring processes can be onerous and eat up valuable human resources when they are undertaken.  Any organization constantly caught up in replacing employees who leave is taking away from their day-to-day work on behalf of Ministers, clients/stakeholders, and Canadians, in general.

And so, it is crucial that government organizations have a strategic plan in place to bring in good employees, and then provide them with incentives/reasons to stay.  The experts at Y2CP can help you develop your on-boarding plans.

Being rewarded and recognized

Employees will also feel greater buy-in to an organization that takes the time to reward them for a job well done.

New hires, in particular, can be anxious regarding how well they are performing in their new roles, so this is key to ensuring they feel comfortable as they settle into positions.

Managers should be encouraged to provide regular feedback to employees; regular thanks and informal recognition to employees who have gone above and beyond their usual duties should be the norm. 

The sooner your newest team members are brought “on board”, the sooner they can start contributing to the success of your organization.

 

Leaman Long, B.A., B.Ed.

Y2 Consulting Psychologists